PEOPLE & CULTURE (PC) MANAGER

Key Responsibilities

HR Strategy & Leadership

• Develop and implement the HR strategy and annual people plan aligned with business objectives and operational requirements in The Gambia.
• Lead the People & Culture function, establishing clear processes, policies, controls, and service standards.
• Advise management on workforce planning, talent management, organizational design, and people risks.
• Ensure HR activities are conducted ethically, transparently, and in accordance with company policies and applicable Gambian labour laws.
• Develop HR budgets and monitor expenditure against approved plans.

Recruitment & Talent Acquisition

• Manage end-to-end recruitment activities, including job analysis, requisition review, job descriptions, sourcing, screening, interviewing, selection, and onboarding.
• Develop and maintain a talent pipeline for critical roles and succession planning.
• Ensure recruitment processes are fair, transparent, and aligned with diversity and inclusion objectives.
• Coordinate with recruitment agencies and training institutions where required.
• Maintain complete and accurate recruitment documentation and audit trails.

Employee Relations & Engagement

• Serve as the primary point of contact for employee relations matters, including grievances, disciplinary actions, and conflict resolution.
• Foster a positive workplace culture through employee engagement initiatives, feedback mechanisms, and recognition programs.
• Conduct regular employee engagement surveys and develop action plans based on results.
• Manage employee communication channels and ensure timely dissemination of company information.
• Promote a safe, inclusive, and respectful work environment.

Performance Management & Development

• Develop, implement, and manage the performance management framework, including goal setting, appraisals, and development plans.
• Conduct performance reviews and provide coaching and guidance to managers on performance-related matters.
• Identify training needs and coordinate learning and development programs for employees.
• Support career development and succession planning initiatives.
• Monitor and evaluate the effectiveness of training and development interventions.

Compensation Benefits & HR Administration

• Develop, implement, and manage competitive compensation and benefits programs aligned with market benchmarks and company policy.
• Manage payroll processing, statutory deductions, and employee benefits administration in coordination with Finance.
• Maintain accurate employee records, HR databases, and personnel files.
• Ensure timely and accurate HR reporting, including headcount, turnover, absenteeism, and other key metrics.
• Manage employee contracts, offer letters, and other HR documentation.

Compliance, Risk & Reporting

• Ensure HR activities comply with company policies, delegated authorities, contractual requirements, and applicable Gambian labour laws.
• Maintain HR records to support internal and external audits.
• Identify and mitigate HR risks, including legal claims, employee disputes, compliance breaches, and talent shortages.
• Prepare regular HR reports covering headcount, turnover, recruitment, training, and key risks.
• Support investigations and corrective actions relating to HR irregularities.

Systems & Process Improvement

• Ensure accurate use of HRIS, payroll, and other HR systems where applicable.
• Improve HR workflows, controls, reporting, and automation.
• Develop standard HR templates, performance evaluation tools, and engagement dashboards.
• Promote best practices and HR capability development across relevant teams.
• Perform any other duties as assigned by the Country Director / Managing Director.

Person Specification

Qualifications

• Bachelor's degree in Human Resources Management, Business Administration, Psychology, Organizational Development, or a related field. A Master's degree is an advantage.

• Professional HR certification such as CIPD, SHRM, HRCI, or equivalent is required or strongly preferred.

• Fluency in French is required; strong English communication skills are an advantage.

Experience

• Minimum of 7–10 years' experience in human resources management, people operations, or organizational development.

• At least 3–5 years in an HR management or senior HR role, preferably within a large, multinational, infrastructure, services, construction, waste management, or operational environment.

• Demonstrated experience in recruitment, employee relations, performance management, compensation and benefits, training and development, and HR compliance.

• Experience managing HR operations in The Gambia or a comparable West African market, with knowledge of local labour laws and regulatory environments.

• Experience with HRIS/payroll systems (Oracle HCM, etc.) and strong Microsoft Office capability.

• Experience managing multiple sites, diverse teams, and competing operational priorities.

Skills & Competencies

• Strong people management, employee relations, and talent acquisition skills.

• Excellent French communication skills, both written and spoken.

• Strong analytical, organisational, and problem-solving abilities.

• High level of integrity, confidentiality, attention to detail, and commitment to ethical HR practices.

• Strong stakeholder management and cross-functional collaboration skills.

• Ability to work under pressure, manage deadlines, and make sound people decisions.

• Proactive mindset with strong risk-management and continuous-improvement orientation.

• Demonstrated ability to build and maintain a positive workplace culture.

• Strong coaching, mentoring, and leadership capabilities.

• Proficiency in HRIS, payroll software, and Microsoft Office Suite.